Ni Wayan Adelia Mutiara Asri, Tifani Dame Hasany, Dinis Cahyaningrum, Dhanny Safitri, Isra Dewi Kuntary Ibrahim

Workplace Bullying: Dampaknya pada Turnover Intention Karyawan Rumah Sakit di Nusa Tenggara Barat

Introduction

Workplace bullying: dampaknya pada turnover intention karyawan rumah sakit di nusa tenggara barat. Analisis dampak bullying di tempat kerja pada niat keluar karyawan rumah sakit di Nusa Tenggara Barat. Bullying terbukti secara signifikan meningkatkan turnover intention. Penting untuk diatasi.

Abstract

Abstract: This study aims to analyze the effect of workplace bullying on turnover intention among healthcare employees in a hospital located in West Nusa Tenggara. Using a quantitative approach with a census sampling technique, all 43 employees in the population were included as respondents. The population refers to the entire group of individuals who possess specific characteristics relevant to the research objectives and are selected for analysis to obtain empirical findings. Data were collected using a structured questionnaire and analyzed through linear regression to examine the relationship between workplace bullying and turnover intention. The results indicate that workplace bullying has a positive and significant effect on turnover intention, as evidenced by a t-test significance value of 0.000. These findings confirm that the higher the level of bullying experienced by employees, the greater their tendency to consider leaving their jobs. In the hospital context, intimidation or mistreatment from colleagues or supervisors can trigger stress, reduce motivation, and create psychological discomfort that ultimately increases employees’ intention to resign. Therefore, workplace bullying emerges as a critical factor influencing employees’ decisions to stay or leave the organization. This study highlights the importance of implementing preventive and corrective measures to mitigate bullying and retain competent healthcare personnel to maintain organizational stability.

Review

This study effectively highlights the critical issue of workplace bullying and its direct impact on turnover intention among healthcare employees in a hospital in West Nusa Tenggara. Utilizing a quantitative approach with a census sampling technique that included all 43 employees, the research successfully demonstrates a positive and significant relationship between workplace bullying and employees' desire to leave their jobs, evidenced by a strong t-test significance of 0.000. The findings clearly articulate that bullying contributes to stress, reduced motivation, and psychological discomfort, thereby increasing the likelihood of resignation. This makes a clear and concise case for the urgency of addressing bullying behaviors within the healthcare sector to maintain a stable workforce. However, the methodology presents several significant limitations that impact the generalizability and depth of the findings. The primary concern is the exceptionally small sample size of 43 employees from a single institution, even though it constitutes a census for that specific population. This severely restricts the external validity of the results, making it difficult to extrapolate these findings to other hospitals or broader healthcare contexts. Furthermore, the abstract lacks detailed information regarding the specific validated instruments used to measure workplace bullying and turnover intention, which is crucial for assessing the reliability and validity of the data collection. Future research would greatly benefit from expanding the sample size to include multiple hospitals and diverse geographical regions, potentially incorporating qualitative elements to explore the nuances of bullying experiences and their psychological impacts. Despite these limitations, the study offers valuable practical implications for hospital administration. It strongly underscores the necessity of implementing robust preventive and corrective measures to mitigate workplace bullying, which is clearly identified as a critical factor influencing employee retention. By confirming the link between bullying and increased turnover intention, the research provides a clear directive for management to foster a safer, more supportive work environment. Moving forward, research could investigate the effectiveness of specific anti-bullying interventions, explore the role of organizational culture and leadership in mediating these effects, or conduct longitudinal studies to track the long-term impacts of bullying on employee well-being and organizational stability.

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